THE UNIVERSITY OF BRITISH COLUMBIA and THE FACULTY ASSOCIATION OF THE UNIVERSITY OF BRITISH COLUMBIA have agreed as follows:

Article 1. Interpretation

1.01 For the purposes of Part 2: Salaries and Economic Benefits,

a) “Continuing member of the bargaining unit” means a person who was a member of the bargaining unit on (1) June 30, 2014 and who continues to be a member of the bargaining unit (after July 1, 2014), (2) June 30, 2015 and who continues to be a member of the bargaining unit (after July 1, 2015), but does not include any Sessional Lecturer;

b) “Sessional Lecturer” means a person who was appointed as a Sessional Lecturer during the period (1) July 1, 2014 to June 30, 2015 and who is re-appointed as a Sessional Lecturer during the period July 1, 2015 to June 30, 2016;

c) “Part-time appointee” means a member of the bargaining unit who held a part-time appointment in the period (1) July 1, 2014 to June 30, 2015 and whose appointment continues or who is re-appointed in the period July 1, 2015 to June 30, 2016;

d) “2013/2014 salary” means the annual salary to which a member of the bargaining unit became entitled by virtue of adjustments made to his/her salary taking effect as of July 1, 2014 or in the case of new members, the salary at which they were appointed during July 1, 2013 to June 30,2014;

e) “2014/2015 salary” means the annual salary to which a member of the bargaining unit became entitled by virtue of adjustments made to his/her salary taking effect as of July 1, 2015 or in the case of new members, the salary at which they were appointed during July 1, 2014 to June 30, 2015.

A sum equal to 1.25% of the salaries of continuing members of the bargaining unit (the total CPI pool) shall, effective on July 1 of each year, be allocated by way of CPI in accordance with the following provisions;

a) CPI shall be composed of 0, 1/2, 1, 1-1/2, or 2 units, the value of 1 unit to be determined in the usual way, but not to be less than $1000.00.

b) Each continuing member of the bargaining unit shall be considered for a CPI in accordance with either Appendix A or B, depending on rank.

c) The over-riding criterion for the award of CPI shall be satisfactory career progress. These increments, however, should in general be larger for those in the early rather than in the late stages of their careers.

d) CPI may be withheld if, in the period in question, the member is demonstrating unsatisfactory progress in his/her career, based on the relevant criteria as outlined in Article 4 of Part 4: Conditions of Appointment for Faculty and Article 3 of Part 5: Conditions of Appointment for Librarians and Article 3 of Part 6: Conditions of Appointment for Program Directors in Continuing Studies. Members who are within the schedule of CPI increments, but who do not receive CPI, must receive written reasons for such a decision in advance. In reaching such a decision, the Heads (or Director or Dean) shall first consult with a reasonable number of colleagues within the unit. In the case of a decision by a Head, such decision will also require approval by the Dean. Any CPI, which are withheld in any given year, shall return to the salary pool for the purposes of establishing the value of next year’s CPI unit. Career progress carry forwards (CPCF) are to be banked and paid according to existing practice (no withholding of CPCF). Decisions remain grievable under Article 20 of Part 1: Framework for Collective Bargaining.

a) Effective July 1, 2011, each faculty member eligible for Career Progress will receive 1/3 of a Career Progress Increment (CPI) unit at year 20 and at year 25 of their initial appointment in an eligible rank.

b) For those faculty reaching their 20th and 25th year of appointment on July 1, 2014, the allocation of this length of service CPI unit will be funded from within the CPI pool. Career Progress Increments for length of service shall be funded from within the CPI pool.

c) It is recognized and acknowledged that this agreement is fully funded from within the Career Progress Increment pool and the Performance Adjustment Pool and requires no additional funding from any source.

A sum equal to 0.75% of the salaries of continuing members of the bargaining unit (the total CPI pool) shall, effective on July 1 of each year, be allocated in accordance with the following provisions:

a) Merit awards shall be comprised of 1, 1-1/2, 2, 2-1/2, or 3 units, the value of 1 unit to be the same as that of a CPI unit as in Article 2.01(a) above.

b) Each continuing member of the bargaining unit shall be considered for a merit award, taking into consideration the criteria set out in Article 4 of Part 4: Conditions of Appointment for Faculty, namely teaching, scholarly activity, and service to the University and to the community, Article 3 of Part 6: Conditions of Appointment for Librarians and Article 3 of Part 5: Conditions of Appointment for Program Directors in Continuing Studies. Judgments shall be based on the duties expected of a member in the period in question and shall not be based on activities in which the member had not the opportunity to engage. For example, a faculty member who is not expected to teach but is expected to carry out research and contribute service should be considered on the latter two criteria. A member whose assigned duties consist of teaching and service (e.g. Instructor I) should be considered only on those two criteria. The basis for this round of recommendations should be academic performance relative to these criteria between April 1 of the previous year and March 31 of the current year for increases effective July 1.

The Head shall consult with a reasonable number of colleagues representative of each of the ranks in the unit before making a recommendation on the award of merit. If the Head cannot adequately assess the contribution outside the department of an individual for the purpose of merit he/she shall consult with the Dean and either the Vice President Academic at the Vancouver campus or the Deputy Vice Chancellor at the Okanagan campus as appropriate before making a recommendation.

c) Prior to finalizing the unit’s policy on allocation of merit, the Head shall consult with a reasonable number of colleagues representative of each of the ranks in the unit.

d) Once finalized, the policy and the procedures, including procedures for members holding joint appointments, to be used within a unit for making recommendations by the Head on the award of merit shall be distributed annually to all members of the unit.

e) All members eligible for consideration for merit shall submit to the Head a summary of their relevant scholarly, teaching and serviceactivities and may include an indication of the nature and significance of the activities.

f) A list of those members who are awarded merit shall be distributed individually to all members of the unit.

A sum equal to 0.5% of the salaries of continuing members of the bargaining unit (the total CPI pool) shall, effective on July 1 of each year, be allocated by way of PSA. The CPCF units will be the first charge on the PSA allocation. The salary of each continuing member of the bargaining unit shall be considered to determine whether PSA is appropriate. Recommendations for PSA awards are made having regard to overall performance. Normally, PSA would not awarded to members in their first three years of employment as a Faculty Member at UBC. It is inappropriate to recommend PSA to compensate for salary differentials that result from the differential award of career progress increments or merit awards.

Factors that should be taken into account include:

i) performance over a period of time which is worthy of recognition;

ii) the relationship of a member’s salary to that of other members taking into consideration total years of service at UBC; and

iii) market considerations.

Heads shall take advice on individual’s performance from a reasonable number of colleagues representative of each of the ranks in the unit before deciding whether or not to recommend PSA. If the Head cannot adequately assess the contribution outside the department of an individual for the purpose of PSA, he/she shall consult with the Dean and either the Vice President Academic at the Vancouver campus or the Deputy Vice Chancellor at the Okanagan campus as appropriate before making a recommendation.

a) Prior to finalizing the unit’s policy on allocation of PSA, the Head shall consult with a reasonable number of colleagues representative of each of the ranks in the unit.

b) Once finalized, the policy and the procedures, including procedures for members holding joint appointments, to be used within a unit for making recommendations by the Head on the award of PSA shall be distributed annually to all members of the unit.

c) All members eligible for consideration for PSA shall submit to the Head a summary of their relevant scholarly, teaching and serviceactivities and may include an indication of the nature and significance of the activities.

d) A list of those members who are awarded PSA shall be distributed individually to all members of the unit.

a) All CTLT credit courses shall be included in the calculation of an employee’s full-time equivalent (FTE). An FTE will be defined as 553 student credits per year. A student-credit is one student for one credit measured at the CTLT withdrawal deadline.

b) Sessional LEcturers in CTLT will be paid on a per student-credit basis. Step 1 on the minimum scale will be $53.00 per student-credit. Progression to the next step on the scale will be on the basis of FTEs, being 553 student-credits if solely on the basis of CTLT instruction or an equivalent combination of CTLT instruction and other UBC sessional work. Sessional Lecturers with CTLT credit will progress according to steps established in UBC departments having 9 credits per term as a full-time sessional load.

Article 5. Lump Sum Payments

5.01 The Parties recognize each member of the bargaining unit has been paid an amount equal to 1% of salary as a development (fundraising) productivity lump sum payment. This lump sum payment will continue to be paid to each member of the bargaining unit effective June 30 of each year, beginning July 1, 2011.

5.02 All Sessional Faculty Members who held an appointment during the period from July 1 of one year to June 30 of the next, will receive the lump sum payment described in paragraph 5.01 above.

Article 7. Economic Benefits

The following benefits are available to members of the bargaining unit with appointments of at least 1 year and 50% workloads and to Sessional Lecturers with appointments of at least 4 months and 50% workloads. Sessional Lecturers with appointments less than 4 months or less than 50% workloads are eligible for benefits where specifically indicated. Detailed information is available at www.hr.ubc.ca/benefits/employment_group/faculty/.

Extended health premiums are paid by the University, except for Sessional Lecturers with appointments less than 4 months and less than 50% workloads where the premiums are shared; subject to the terms of the extended health plan, some of the plan features include:

a) Vision care, up to $400 in any 24 month period per employee or dependent for prescription eyeglasses (including sunglasses), contact lenses, annual eye exams and laser correction surgery

b) Pay-direct drug card for prescription drugs, up to 80% of cost

c) Acupuncture/naturopath/podiatrist/chiropractor/speech pathologist combined up to $600 per year per employee or dependent

d) Massage/physiotherapist combined up to $750 per year per employee or dependent

e) Psychologist up to $1200 per year per employee or dependent

f) Orthotics up to $400 per year per employee or dependent; unmarried children under 19 years old and living with the member are limited to $200 per year

g) Hearing aids up to $900 per five-year period per employee or dependent

Dental benefits premiums are 100% paid by the University, except for Sessional Lecturers with appointments less than 4 months and less than 50% workloads where the premiums are shared; covered as follows and subject to the terms of the dental plan:

EFAP is a self-referred, confidential counselling advisory and information service for all members and their families. UBC pays 70% and the member pays 30% of the contributions to the plan: UBC pays $2.80/month and the member pays $1.20.

The Income Replacement plan is an employee funded plan that provides eligible members with a monthly income benefit provided that the definition of disability is met and the member has been unable to work for a period of six months (the elimination period) as a result of the disability.

Tuition waivers are available only to members and dependent children; spouses are not eligible for tuition benefits at UBC. Pro-rated benefits shall be provided to part-time faculty members and Sessional Lecturers.

Members are entitled to up to 12 credits per year of undergraduate or graduate coursework.

Dependent children are eligible for up to 120 credits of coursework in an undergraduate degree program. Dependent children must be under the age of 25 years when the session for which the Tuition Fee Waiver is applicable commences, and substantially dependent on you for financial support. In the event that a Member passes away while their dependent child is enrolled at UBC, this child will continue to be eligible up to the maximum credits.

a) Effective July 1, 2011 Faculty Association Members, excluding Sessional Lecturers without continuing status, are entitled to $1,100 of professional development reimbursement per year. The unused balance of a Member’s entitlement at the end of a year will be added to that Member’s entitlement for the next year to a maximum five-year accrual.

b) Effective July 1, 2011 Sessional Lecturers without continuing status are entitled to a professional development reimbursement fund of $25 per credit per year. The unused balance of a Member’s entitlement at the end of a year will be added to that Member’s entitlement for the next year to a maximum two-year accrual.

c) Monies unspent in a Member’s professional development fund (excluding Continuing and Non-continuing Sessionals Lecturers) shall be allocated to the Career Progress Increments pool at the end of the accrual period.

d) Monies unspent in a Continuing or Non-continuing Sessional Lecturer’s professional development fund shall be allocated at the end of the accrual period to a teaching grant fund to be used by Sessional Faculty.

Following the death of a Faculty Member, extended health and dental benefits shall remain in effect for his or her dependents for a period of three months from the first of the month following his/her death. In addition, the Employee and Family Assistance Program shall continue as provided for in the Program.

In recognition that Sessional Faculty Members in The Centre for Teaching, Learning and Technology (CTLT) are not appointed or paid on the same basis as other Sessional Faculty Members, CTLT Sessional Faculty Members will be eligible for benefits on the following basis:

For those Sessional Faculty Members with appointments less than 4 months and/or under 50% (Package 1):

Medical Services Plan (MSP)

Extended Health

Dental

Employee and Family Assistance Program (EFAP)

For those Sessional Faculty Members with appointments of at least 4 months and 50% or greater (Package 2):

MSP

Extended Health

Dental

EFAP

Basic Group Life Insurance (BGL)

Optional Life Insurance

Optional Accidental Death & Dismemberment

Income Replacement Plan (IRP)

Pension

Tuition Fee Waiver

As CTLT Sessional Faculty Members have fluctuating monthly salaries, eligibility for Package 2 will be assessed upon every DET appointment (normally every 2 months), on the following terms:

1) To qualify for Extended Health, Dental, EFAP and the Faculty Pension Plan, the minimum salary must be reached within a 4-month period and will be effective 1st of the month following the determination of eligibility[1].

2) To qualify for BGL and IRP, the minimum salary must be reached over the preceding 12 month period and effective 1st of the month following the determination of eligibility (therefore, after 12 months for both BGL and IRP).

a) Benefits eligibility will be determined at the CTLT withdrawal deadline.

The following scale provides the 4-month salary minimum per step on the salary scale[2]:

Effective July 1, 2014

Sessional Rate

CTLT Rate[3]

Sessional f/t for 4 months $

Sessional 50%for 4 months $

Step

Per course credit

Registrations

Per student credit

1

$2,130

30

$70.98

$19,165

$9,583

2

$2,155

30

$71.84

$19,396

$9,698

3

$2,183

30

$72.77

$19,646

$9,824

4

$2,206

30

$73.55

$19,858

$9,929

5

$2,234

30

$74.48

$20,108

$10,054

6

$2,259

30

$75.30

$20,331

$10,165

7

$2,285

30

$76.19

$20,571

$10,286

8

$2,310

30

$77.01

$20,793

$10,396

Effective July 1, 2015

Sessional Rate

CTLT Rate[3]

Sessional f/t for 4 months $

Sessional 50%for 4 months $

Step

Per course credit

Registrations

Per student credit

1

$2,172

30

$72.40

$19,548

$9,775

2

$2,198

30

$73.28

$19,784

$9,892

3

$2,226

30

$74.22

$20,039

$10,020

4

$2,250

30

$75.02

$20,256

$10,127

5

$2,278

30

$75.97

$20,510

$10,255

6

$2,304

30

$76.80

$20,737

$10,369

7

$2,332

30

$77.72

$20,983

$10,491

8

$2,357

30

$78.55

$21,209

$10,604

[1] Please note that eligibility for the Faculty Pension Plan can also be based on a minimum of 24 continuous months (part-time or full-time) with earning of at least 35% of the Yearly Maximum Pensionable Earnings (YMPE) in each of the two consecutive calendar years. Please contact the Faculty Pension Plan Office for details.

a) Benefit plan coverage will continue for members who work past their Normal Retirement Date until the member receives retirement benefits, either voluntarily or as required by law (i.e., currently, under the Income Tax Act, a member must begin taking their pension at age 71), except as provided for in paragraphs d) and f) below. Coverage ends for all group benefits (with the exception of the Income Replacement Plan and Spousal Optional Life/Optional AD&D which ended post Normal Retirement Date).

b) The following benefit plans available to members under the age of 65 remain in place for members who work past their Normal Retirement Date in accordance with the terms of the plans:

Extended Health Plan

Dental Plan

Optional Life Insurance for Members

Medical Services Plan

Employee and Family Assistance Plan

Professional Development Reimbursement Fund

Dependent Benefits Coverage Following Death of a Member

c) The Faculty Pension Plan available to members under the age of 65 remains in place for members who work past their Normal Retirement Date in accordance with the terms of the plan and applicable legislation.

d) The tuition fee benefit is not limited by age.

e) The following benefit plan available to members under the age of 65 is reduced for those who work past their Normal Retirement Date:

Basic Group Life insurance coverage is reduced to 1.0 X basic earnings

f) The following benefit plans will not be available to members who work past their Normal Retirement Date:

Optional Life insurance coverage for spouses

The Income Replacement Plan

g) Sick Leave

i) There will be no change to the terms and conditions pertaining to short-term sick leave as provided for in University Policy 62 (Leave Due to Illness of Members of Faculty).

ii) Where a member who continues to work past their Normal Retirement Date is unable to perform their duties because of illness or injury and has exhausted their short-term sick leave entitlement, the member may take an unpaid leave of absence. Basic Group Life and Optional Life insurance coverage, during the period of this unpaid leave of absence, may be maintained at the member’s cost for up to 24 months (maintenance of this coverage is extendable only with the approval of the carrier) and subject to the terms of the plan.

Pursuant to Article 9 of the Agreement on the Framework for Collective Bargaining between the University and the Faculty Association of the University of British Columbia (“the Faculty Association”), the University and the Faculty Members of the Faculty of Commerce and Business Administration (Sauder School of Business) enter into a subsidiary agreement on July 1, 2016 with the following terms:

1. While recognizing that current financial conditions will not allow for the provision of additional salary support for faculty members in the Faculty at this time, the University will continue to monitor the challenges faced by the Faculty in hiring and retaining research faculty and will enter into discussions with the Faculty to try to address these challenges at the next round of bargaining.

2. When additional funding for salary support for faculty in Sauder is available, determination of increases to individual faculty members will be based on market comparisons with other comparable institutions for Sauder faculty in general and for the various fields and areas of expertise within the Sauder School of Business. The purpose of any supplemental salary increase will be to address the ability of the Faculty to retain faculty in the higher demand fields while recognizing that individual merit is also a significant factor.

3. Any such increases will be determined in accordance with items 1 and 2 above by the Dean of the Faculty in consultation with representatives of Sauder’s Performance Advisory Committee and the Point Grey Commerce Faculty Association, and will be subject to the approval of the Provost and Vice President Academic.

4. This subsidiary agreement is subject to ratification by members of the Sauder School of Business, members of the Faculty Association and by the Board of Governors under the Agreement on the Framework for Collective Bargaining between the University and the Faculty Association.